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Government Officials’ Self-Assessed Expertise and Subject Organizational Performance: Does Recruitment Type Matter?

강혜진|오세영
서울대학교행정대학원 (gspa(graduate school of public administration seoul national university))|2021.06|Journal of Policy Studies|제36권 제2호|pp. 21-34

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참고문헌

키워드

Human Resource ManagementRecruitment SystemSelf-Assessed ExpertiseSubject Organizational Performance
주제분류정책학

초록

This study verified whether the relationship between self-assessed expertise and subject organizational performance of government officials in South Korea would vary depending on the type of recruitment system—open competitive examination for recruitment (OCER) and mid-career competitive recruitment (MCCR). Multiple regression analysis was conducted using Public Employee Perception Survey data from the Korea Institute of Public Administration. The results demonstrated that self-assessed expertise positively affected organizational performance. However, when the two groups were analyzed separately, self-assessed professionalism was not a significant factor in the MCCR model. Additionally, the mediation effect of work autonomy was confirmed between the two models; the mediation effect was present in the OCER group, but not in the MCCR group. The results suggest that creating conditions for work and personnel management that allow MCCR employees to maximize their expertise is necessary, however, the government’s current personnel management system prevents their expertise from being fully utilized.

Abstract

This study verified whether the relationship between self-assessed expertise and subject organizational performance of government officials in South Korea would vary depending on the type of recruitment system—open competitive examination for recruitment (OCER) and mid-career competitive recruitment (MCCR). Multiple regression analysis was conducted using Public Employee Perception Survey data from the Korea Institute of Public Administration. The results demonstrated that self-assessed expertise positively affected organizational performance. However, when the two groups were analyzed separately, self-assessed professionalism was not a significant factor in the MCCR model. Additionally, the mediation effect of work autonomy was confirmed between the two models; the mediation effect was present in the OCER group, but not in the MCCR group. The results suggest that creating conditions for work and personnel management that allow MCCR employees to maximize their expertise is necessary, however, the government’s current personnel management system prevents their expertise from being fully utilized.

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